scholarly journals An Investigation into the Mediating Effects of Organizational Commitment Between Psychological Capital and Work Engagement

2019 ◽  
Vol IV (II) ◽  
pp. 307-316
Author(s):  
Nazim Ali ◽  
Zahid Ali ◽  
Adnan Khan
Keyword(s):  
Organizational Commitment ◽  
Organizational Behavior ◽  
Work Engagement ◽  
Psychological Capital ◽  
Measuring Instruments ◽  
Positive Organizational Behavior ◽  
Cross Sectional ◽  
Mediating Role ◽  
Cross Sectional Design ◽  
The Relationship

The main objective of this study was to investigate not only the relationship between Psychological Capital and Work Engagement but also to test the mediating role of Organizational Commitment. A cross-sectional design was used. Data was collected from 226 nurses of the threelarge hospitals of Peshawar, Pakistan. The PCQ, UWES-9 and Meyer and Allen (1991) scales were used as measuring instruments. The results of the study reveal a significant relationship between 1) Psychological Capital and Work Engagement, 2) Psychological Capital and Organizational Commitment, 3) Organizational Commitment and Work Engagement. It was also found that Organizational Commitment partially mediated the relationship between Psychological Capital and Work Engagement. The study will further contribute to the existing literature on positive organizational behavior.

scholarly journals The Mediating Role of Organizational Commitment on the Relationship Between Emotional Labor and Work Engagement of Teachers

2021 ◽  
Vol 12 ◽  
Author(s):  
Gozde Sezen-Gultekin ◽  
Mustafa Bayrakcı ◽  
İbrahim Limon
Keyword(s):  
Organizational Commitment ◽  
Work Engagement ◽  
Emotional Labor ◽  
Cross Sectional ◽  
Teachers Perceptions ◽  
Mediating Role ◽  
Cross Sectional Design ◽  
Positive Correlations ◽  
The Relationship

This study aims to investigate the mediating role of teachers’ organizational commitment (OC) on the relationship between their emotional labor (EL) and work engagement (WE). The study employed a cross-sectional design. The sample of the study consisted of the teachers working in Sakarya province of Turkey. They participated in the study voluntarily and responded scale items online. The findings showed that teachers’ perceptions of EL, OC and WE is relatively high. Also, there are statistically significant and positive correlations among variables. On the other hand, the findings confirmed the hypotheses. Teachers’ EL predicts their OC and WE. Additionally, OC predicts WE and plays a mediating role on the relationship between EL and WE. Based on the findings some suggestions were made.

scholarly journals Job demands when exhausted: the relationship between exhaustion and the perception of job demands mediated by self-undermining

2020 ◽  
Vol 18 (1) ◽  
pp. 38-50
Author(s):  
Lucia Rațiu ◽  
Ana-Maria Dobre
Keyword(s):  
Indirect Effect ◽  
Large Body ◽  
Job Demands ◽  
Cross Sectional ◽  
Future Studies ◽  
Mediating Role ◽  
Cross Sectional Design ◽  
And Performance ◽  
The Relationship ◽  
Practical Implications

There is a large body of literature devoted to factors that shape performance in organizations. Although much of this literature focuses on the relationships between job demands, job resources and performance, Bakker and his colleagues (2014; 2018) have recently drawn attention to self-undermining effects that can add support for a deeper understanding of such a relationship. The following contribution explores self-undermining related to exhaustion at work and its mediating role in the perception of three types of job demands in a sample of employees working in IT companies. More specifically, the paper draws on the concept of self-undermining to reflect on how it activates a loss cycle of job demands and potential negative reactions at work. We argue that (i) exhaustion has an indirect effect on the perception of job demands through self-undermining; and so on referring to each dimension of job demands: (ii) exhaustion has an indirect effect on the perception of workload through self-undermining; (iii) exhaustion has an indirect effect on the emotional load through self-undermining; (iv) exhaustion has an indirect effect on the cognitive load through self-undermining. In order to test the hypotheses, a cross-sectional design was employed. The regression analyses revealed that self-undermining mediated the relationship between exhaustion and the perception of workload meeting our expectations, and a significant indirect effect of exhaustion on the perception of job demands and emotional load. However, there is a need for future studies to generalize the results. Finally, theoretical and practical implications are discussed.

Service employees’ workplace fun and turnover intention: the influence of psychological capital and work engagement

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Stephen Tetteh ◽  
Rebecca Dei Mensah ◽  
Christian Narh Opata ◽  
Claudia Nyarko Mensah
Keyword(s):  
Work Engagement ◽  
Turnover Intention ◽  
Psychological Capital ◽  
Frontline Employees ◽  
Design Data ◽  
Cross Sectional ◽  
Content Type ◽  
Service Employees ◽  
Workplace Fun ◽  
The Relationship

Purpose As a way of addressing how best turnover intention among service employees can be reduced through workplace fun, this study aims to examine how psychological capital (PsyCap) and work engagement, respectively, moderates and mediates the relationship between workplace fun and turnover intention in a moderated mediation. Design/methodology/approach Using cross-sectional quantitative design, data were collected by means of questionnaires and convenience sampling. The hypotheses were tested with 482 service employees from the hospitality industry in Ghana using PROCESS macro. Findings The findings depict that work engagement mediates the relationship between workplace fun and turnover intention among service employees. Also, PsyCap moderates the workplace fun–engagement relationship, in addition to the workplace fun–work engagement–turnover intention relationship. Specifically, both relationships are stronger for employees with high PsyCap. Practical implications The authors would like to conclude that as frontline employees are usually subjected to stressful conditions, monotonous working environments and emotional labor, which affect the quitting intention, incorporating fun into the workplace will strategically help frontline employees to be engaged in their work and reduce their intentions to quit. Originality/value With a focus on a developing economy, this work is novel in exploring possible factors that may help increase work engagement and reduce turnover intention among service employees.

Communication Strategies and Information Choice Strategy of the Arab Tourists

2020 ◽  
Vol 11 (4) ◽  
pp. 36-47
Author(s):  
Bilal Ahmad Ali Al-khateeb ◽  
Mohammad Abdel-Hammed Ali Al-Hussein
Keyword(s):  
Information Source ◽  
Communication Strategies ◽  
Cross Sectional ◽  
Mediating Role ◽  
Choice Strategy ◽  
Situational Characteristics ◽  
Situational Characteristic ◽  
Cross Sectional Design ◽  
The Relationship

The main purpose of this study is to examine the mediating role of situational characteristics on the relationship between communication strategies and information choice strategy of the Arab tourists in Malaysia. The study adopted a cross-sectional design with a quantitative survey approach. Overall, the study finds that situational characteristics significantly mediate the influence of information source on the information choice strategy of the Arab tourists but not on the relationship between information source and information choice. The study therefore concludes among others that situational characteristic can only explain the influence of information channels on the information choice strategy but not on the influence of information source on the information choice strategy.

Personality and boredom at work: the mediating role of job crafting

2019 ◽  
Vol 24 (4) ◽  
pp. 315-330
Author(s):  
Bogdan Oprea ◽  
Dragos Iliescu ◽  
Vlad Burtăverde ◽  
Miruna Dumitrache
Keyword(s):  
Job Crafting ◽  
Negative Consequences ◽  
Cross Sectional ◽  
Content Type ◽  
Work Related ◽  
Mediating Role ◽  
Cross Sectional Design ◽  
The Individual ◽  
The Relationship

Purpose Boredom at work is associated with negative consequences, therefore it is important to investigate whether employees engage in job crafting behaviors that reduce boredom and what are the individual differences associated with these behaviors. The paper aims to discuss these issues. Design/methodology/approach A questionnaire study was designed to examine the mediating role of job crafting in the relationship between conscientiousness and emotional stability and boredom among 252 employees (Study 1) and in the relationship between Machiavellianism and psychopathy and boredom among 216 employees (Study 2). Findings The results showed that conscientiousness is negatively related to work-related boredom. This relationship is mediated by job crafting. Neuroticism and psychopathy are positively associated with boredom at work, but these relationships are not mediated by job crafting behaviors. Research limitations/implications The study was based on self-reported measures, which might raise questions of common-method bias, and the research samples contained mostly women and young employees, which raises questions about generalizability of our findings. At the same time, the cross-sectional design does not allow causal inferences. Practical implications Organizations can select employees based on their personality for jobs that predispose to boredom and give them enough autonomy to be able to craft them. Moreover, they can identify employees who need support to manage their boredom and include them in job crafting interventions. Originality/value Traditionally, boredom at work has been considered as resulting from characteristics of tasks and jobs. The findings indicate that some employees can make self-initiated changes to their work in order to reduce their boredom and possibly its negative consequences.

Intrapreneurship to engage employees: role of psychological capital

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Jatin Pandey ◽  
Manish Gupta ◽  
Yusuf Hassan
Keyword(s):  
Work Engagement ◽  
Structural Equation ◽  
Online Survey ◽  
Psychological Capital ◽  
Business Environment ◽  
Content Type ◽  
Mediating Role ◽  
Survey Responses ◽  
The Relationship

PurposeIntrapreneurship is gaining traction in organizations to buckle up for the dynamic business environment. Scholars have argued that intrapreneurship increases positivity at work and helps employees attach themselves better with their job. However, empirical evidence suggests that these relationships do not exist. The objective of this paper is to examine the mediating role of psychological capital (PsyCap) in the relationship between intrapreneurship and work engagement.Design/methodology/approachData were collected through an online survey. Responses from 309 employees working in different industries in India were analysed. Structural equation modelling (SEM) was used to analyse the hypothesized relationships.FindingsThe results show that there exist positive relationships among intrapreneurship, psychological capital (PsyCap) and work engagement. Further, it was observed that the PsyCap partially mediates the relationship between intrapreneurship and work engagement.Practical implicationsManagers may not only encourage intrapreneurial behaviour in their organizations but also ensure that the employees are psychologically capable (high on PsyCap). It would enable the employees to engage themselves wholeheartedly into their work.Originality/valueTo the best of the authors' knowledge, this study is one of its kinds to relate intrapreneurship with PsyCap and work engagement.

scholarly journals The Relationship between Psychological Ownership and Subjective Happiness of the Employees: Mediating Role of Work Engagement

2021 ◽  
Vol 2 (1) ◽  
pp. 10-20
Author(s):  
Kamran Khan ◽  
Mahvia Gul
Keyword(s):  
Work Engagement ◽  
Positive Association ◽  
Psychological Ownership ◽  
Subjective Happiness ◽  
Significant Positive Association ◽  
Cross Sectional ◽  
Mediating Role ◽  
Telecommunication Companies ◽  
The Relationship

The study investigates the relationship between psychological ownership with subjective happiness of the employees. The study also examines the mediating role of work engagement in order to explain the relationship between subjective happiness and psychological ownership at workplace.  The purposive sampling techniques have been used with cross sectional design in order to collection data. Mediation analysis was conducted on SPSS by using sample of 271 employees from leading telecommunication companies working in Pakistan. The results showed that psychological ownership has significant positive association with subjective happiness of the employees. Further, work engagement significantly positively mediates this relationship. The present research contributes on the literature of psychological ownerships and subjective happiness and provides possible solutions for maintaining positive atmosphere of psychological ownership that ultimately increase the subjective happiness of the employees.

Assessing the Relationship Between Retention Factors and Organizational Commitment of University Faculty

2019 ◽  
Vol 4 (2) ◽  
pp. 23-40
Author(s):  
Gerald Dapaah Gyamfi
Keyword(s):  
Organizational Commitment ◽  
Public University ◽  
Faculty Members ◽  
Female Faculty ◽  
Sampling Techniques ◽  
Cross Sectional ◽  
Retention Factors ◽  
Convenience Sampling ◽  
Cross Sectional Design ◽  
The Relationship

Retaining faculty at a university depends on a range of factors that have implications on the commitment of the faculty to that institution. In this study, one hundred and twenty faculty members were selected from a public university in Ghana to assess the relationship that exists between retention and commitment of faculty members. This quantitative study used cross-sectional design and convenience sampling techniques to gather data using subjects from the faculty of a university with population of 272. Results from this study disclosed that generally the commitment of the faculty members to their university was high. There was a positive and significant relationship between the level of organizational commitment and compensation received by the members of faculty but with a low effect size. The findings also revealed that the female faculty members were more satisfied with their compensation than their male counterparts and their normative commitment was also higher.

scholarly journals Psychological capital, work engagement and organisational commitment amongst call centre employees in South Africa

2013 ◽  
Vol 39 (2) ◽  
Author(s):  
Janet C. Simons ◽  
Johanna H. Buitendach
Keyword(s):  
Work Engagement ◽  
Psychological Capital ◽  
Survey Design ◽  
Measuring Instruments ◽  
Call Centre ◽  
Organisational Commitment ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Work Related ◽  
Managerial Implications

Orientation: The development of psychological capital amongst call centre employees could have an impact on positive work-related attitudes and behaviour; such as work engagement and organisational commitment.Research purpose: The purpose of the research was to determine the relationship between psychological capital, work engagement and organisational commitment amongst call centre employees; and further, to determine whether psychological capital and work engagement hold predictive value for the organisational commitment of call centre employees.Motivation for the study: There is a gap in research in understanding and enabling positive resource capacities in highly stressful work contexts such as call centres.Research design, approach and method: A cross-sectional survey design was used. A sample of 106 call centre employees from a South African organisation participated in the research. The measuring instruments included a demographic questionnaire, the Psychological Capital Questionnaire (PCQ), the Utrecht Work Engagement Scale (UWES) and the Organisational Commitment Questionnaire (OCQ).Main findings: Significant positive relationships were found between psychological capital, work engagement and organisational commitment. The results showed work engagement as being the only significant predictor of organisational commitment.Practical/managerial implications: Call centre employers need to develop and implement workplace interventions that would increase the psychological capital of call centre employees.Contribution/value-add: The research findings will benefit both call centre employees and management. The study highlighted the importance of the role of optimism as a subdimension of psychological capital in developing work engagement and organisational commitment amongst call centre employees.

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